Why Is Empathy Draining You When Compassion Would Not? | Neuroscience in Leadership| AI for Executives

1 00:00:12,320 --> 00:00:16,000 SPEAKER_00: Welcome back to the AI Cafe Conversations Podcast. 2 00:00:16,079 --> 00:00:19,920 I'm Sahar Andradi, your neuroleadership coach. 3 00:00:20,239 --> 00:00:25,760 Before we get into today's episode, I want to ask you 4 00:00:25,760 --> 00:00:26,399 something. 5 00:00:26,960 --> 00:00:32,000 Think about the last time someone on your team came to you 6 00:00:32,000 --> 00:00:32,880 with a problem. 7 00:00:33,359 --> 00:00:39,119 Not a work problem, a real problem, a real life problem. 8 00:00:39,759 --> 00:00:41,759 Something they were carrying. 9 00:00:42,079 --> 00:00:44,479 How did you leave that conversation? 10 00:00:44,880 --> 00:00:51,759 If the answer is heavier than when I walked in, this episode 11 00:00:51,759 --> 00:00:52,799 is for you. 12 00:00:53,359 --> 00:00:57,439 Today we're talking about something that sits right at the 13 00:00:57,439 --> 00:01:02,799 intersection of leadership, neuroscience, and what AI 14 00:01:03,119 --> 00:01:08,159 adaptation is doing to caring leaders in 2026. 15 00:01:09,040 --> 00:01:13,359 We're talking about why empathy is draining you. 16 00:01:14,159 --> 00:01:15,920 Who would have thought? 17 00:01:16,319 --> 00:01:20,000 And why compassion would not drain you. 18 00:01:20,239 --> 00:01:23,280 At least there is light at the end of the tunnel. 19 00:01:24,000 --> 00:01:25,680 These are not the same thing. 20 00:01:25,920 --> 00:01:28,319 Your brain can tell the difference. 21 00:01:28,640 --> 00:01:32,640 And by the end of this episode, so will you. 22 00:01:32,879 --> 00:01:34,159 So stay with me. 23 00:01:35,519 --> 00:01:37,519 Let's start with the crisis. 24 00:01:40,079 --> 00:01:44,239 The drain that no one ever tapes. 25 00:01:45,200 --> 00:01:51,519 I want to start with a moment that I think a lot of you will 26 00:01:51,519 --> 00:01:52,719 recognize. 27 00:01:54,799 --> 00:01:57,599 You are the leader people come to. 28 00:01:59,840 --> 00:02:04,640 The one who actually listens, actively listens. 29 00:02:05,359 --> 00:02:10,479 The one who remembers when someone told you three months 30 00:02:10,479 --> 00:02:16,000 ago about their mother being sick. 31 00:02:17,280 --> 00:02:25,439 The one who checks in you are the safe person in the room. 32 00:02:26,800 --> 00:02:33,439 And somewhere along the line that became exhausting. 33 00:02:36,080 --> 00:02:41,759 Not because you stopped caring, but because you started 34 00:02:42,080 --> 00:02:43,199 carrying. 35 00:03:16,319 --> 00:03:24,879 By the way, compassion comes from a Greek word that means to 36 00:03:24,879 --> 00:03:26,240 suffer with. 37 00:03:26,879 --> 00:03:32,319 So compassion is actually triggered by seeing someone 38 00:03:32,879 --> 00:03:33,599 suffering. 39 00:03:36,639 --> 00:03:42,479 What they found changed how I think about leadership 40 00:03:42,639 --> 00:03:43,520 internally. 41 00:03:45,680 --> 00:03:53,120 They identified two completely separate neural responses to 42 00:03:53,120 --> 00:03:53,759 pain. 43 00:03:55,120 --> 00:04:00,319 The first one they called empathetic distress. 44 00:04:02,159 --> 00:04:06,800 This is what happens when someone else's pain activates 45 00:04:06,800 --> 00:04:09,120 your own pain circuits. 46 00:04:10,879 --> 00:04:16,959 The brain does not just witness the suffering, it experiences 47 00:04:17,279 --> 00:04:17,600 it. 48 00:04:18,399 --> 00:04:23,920 The line between their pain and yours dissolves. 49 00:04:26,720 --> 00:04:33,839 The second one they called compassion, this one activates a 50 00:04:33,839 --> 00:04:36,959 completely different network. 51 00:04:38,000 --> 00:04:46,160 The insula and the interior cingulate cortex, yes, but also 52 00:04:46,800 --> 00:04:53,199 the circus associated with the warmth, care, and the motivation 53 00:04:53,199 --> 00:04:54,160 to help. 54 00:04:55,040 --> 00:05:00,000 Crucially, the self stays intact. 55 00:05:00,720 --> 00:05:06,319 You feel for the person, but you do not feel as the person. 56 00:05:18,800 --> 00:05:24,160 Empathetic distress is associated with burnout. 57 00:05:25,120 --> 00:05:26,560 Compassion is not. 58 00:05:54,240 --> 00:05:57,920 Empathy is when you put yourself in other people's shoes. 59 00:05:58,000 --> 00:06:00,399 That's why you become that person. 60 00:06:00,639 --> 00:06:03,120 You feel what that person is feeling. 61 00:06:03,439 --> 00:06:07,199 And that the a lot of it will cause the burnout. 62 00:06:07,759 --> 00:06:12,560 Compassion is empathy, but plus action. 63 00:06:12,800 --> 00:06:16,639 So you don't keep it inside, you actually act to relieve their 64 00:06:16,639 --> 00:06:17,040 pain. 65 00:06:17,199 --> 00:06:21,519 And that's why they have two different tracks in our brain. 66 00:06:31,519 --> 00:06:38,959 When we tell leaders to have empathy, most of them here feel 67 00:06:39,279 --> 00:06:41,199 what your people are feeling. 68 00:06:41,439 --> 00:06:44,399 And they do, they are good at it. 69 00:06:44,800 --> 00:06:49,360 That's often how they got to leadership in the first place. 70 00:06:50,160 --> 00:06:57,439 But that instruction, feel what they feel, is a recipe for 71 00:06:57,439 --> 00:07:01,199 empathetic distress. 72 00:07:02,240 --> 00:07:06,000 It is not a recipe for compassion. 73 00:07:06,800 --> 00:07:13,680 Empathic distress says, I take your pain into my body and carry 74 00:07:13,680 --> 00:07:14,000 it. 75 00:07:14,720 --> 00:07:22,240 Compassion says, I see your pain, I stay present with it, I 76 00:07:22,240 --> 00:07:23,519 want to help. 77 00:07:25,040 --> 00:07:33,680 And I stay cool while I do taking action to help you. 78 00:07:34,319 --> 00:07:38,000 One depletes, one sustains. 79 00:07:38,959 --> 00:07:43,199 Most leaders have never been taught the difference. 80 00:07:43,920 --> 00:07:49,439 So they practice the one that burns them down and wonder why 81 00:07:49,439 --> 00:07:55,120 caring so much feels like it's killing them. 82 00:07:58,480 --> 00:08:05,600 Now, let me add the layer that is making this worse right now. 83 00:08:06,399 --> 00:08:11,360 We are in the middle of the largest AI adaptation shift most 84 00:08:11,600 --> 00:08:14,399 organizations have ever navigated. 85 00:08:14,879 --> 00:08:18,480 And your team is carrying anxiety, a lot of it. 86 00:08:18,959 --> 00:08:23,279 Anxiety about relevance, anxiety about what the role looks like 87 00:08:23,279 --> 00:08:27,759 in two years, anxiety about decision being made above them 88 00:08:27,759 --> 00:08:29,920 with data that they cannot see. 89 00:08:30,560 --> 00:08:41,120 A 2026 survey found that 91%, 91% of CHROs named AI as their 90 00:08:41,120 --> 00:08:42,240 top concern. 91 00:08:43,039 --> 00:08:49,200 That anxiety flows down, it lands on teams, and teams bring 92 00:08:49,200 --> 00:08:55,120 it to the caring leader, which means the empathic distress load 93 00:08:55,120 --> 00:09:00,879 in 2026 is higher than it has been in a very long time. 94 00:09:02,159 --> 00:09:08,639 The caring leader is absorbing more, and without a nervous 95 00:09:08,639 --> 00:09:13,679 system regulation practice to process what they absorb, that 96 00:09:14,000 --> 00:09:16,080 loads compounds. 97 00:09:17,039 --> 00:09:22,159 This is not a character flow, that is a biology problem. 98 00:09:22,720 --> 00:09:26,879 And biology problems have biology solutions. 99 00:09:27,679 --> 00:09:32,320 So let's talk first about what it costs when the caring leader 100 00:09:32,320 --> 00:09:33,440 runs on empty. 101 00:09:36,480 --> 00:09:40,399 Let me tell you what it is actually happening in the body 102 00:09:40,399 --> 00:09:45,279 when a leader runs on empathic distress for months. 103 00:09:46,080 --> 00:09:50,080 The first thing that goes is the boundary between work and 104 00:09:50,080 --> 00:09:51,039 recovery. 105 00:09:51,440 --> 00:09:56,320 When you absorb other people's nervous system states, your own 106 00:09:56,320 --> 00:10:02,879 nervous system stays activated, stays on and on and on. 107 00:10:04,080 --> 00:10:08,159 You get home and you're still processing what happened in the 108 00:10:08,159 --> 00:10:09,919 three o'clock conversation. 109 00:10:10,240 --> 00:10:15,360 You wake up at two o'clock in the morning, replaying the face 110 00:10:15,600 --> 00:10:19,519 of the person who came to you upset. 111 00:10:20,399 --> 00:10:22,240 This is not dedication. 112 00:10:22,639 --> 00:10:28,480 That is an overloaded nervous system that does not know how to 113 00:10:28,480 --> 00:10:29,440 discharge. 114 00:10:31,279 --> 00:10:35,120 The second thing that goes is presence. 115 00:10:36,399 --> 00:10:41,519 Empathic distress is exhausting because it requires so much of 116 00:10:41,519 --> 00:10:43,519 the nervous system's resources. 117 00:10:43,840 --> 00:10:48,399 Over time, leaders in this state start conserving. 118 00:10:49,279 --> 00:10:52,720 They are in the room but not really in the conversation. 119 00:10:52,960 --> 00:10:56,000 They respond but do not initiate. 120 00:10:56,480 --> 00:11:01,120 They go through the motions of caring because the genuine felt 121 00:11:01,120 --> 00:11:04,879 capacity for it has run dry. 122 00:11:06,320 --> 00:11:08,320 And here is the bitter irony. 123 00:11:08,639 --> 00:11:13,600 The leader who cares the most becomes through empathic 124 00:11:13,840 --> 00:11:19,519 distress the least present for the people they care about. 125 00:11:21,600 --> 00:11:26,240 I worked with a director, I will call her Elle, who was known 126 00:11:26,240 --> 00:11:31,200 throughout her organization as the leader people who bring you 127 00:11:31,200 --> 00:11:32,960 could bring anything to. 128 00:11:33,440 --> 00:11:35,039 She was proud of that. 129 00:11:35,360 --> 00:11:39,120 It was a core part of her identity. 130 00:11:39,919 --> 00:11:44,720 By the time we started working together, she was leaving 131 00:11:44,720 --> 00:11:46,879 one-on-one's earning. 132 00:11:47,440 --> 00:11:52,480 She had started dreading her most open-hearted team members. 133 00:11:53,279 --> 00:11:59,279 The ones who used to energize her now made her stomach tighten 134 00:11:59,600 --> 00:12:02,159 before the meeting started. 135 00:12:03,200 --> 00:12:05,120 She felt guilty about that. 136 00:12:05,360 --> 00:12:07,919 She thought something was wrong with her. 137 00:12:08,159 --> 00:12:11,919 She thought she had become a bad leader. 138 00:12:12,159 --> 00:12:13,279 She had not. 139 00:12:13,919 --> 00:12:17,600 She had run out of nervous system capacity. 140 00:12:17,679 --> 00:12:24,000 It's like a full voicemail, like a full disc, a full capacity. 141 00:12:25,120 --> 00:12:28,480 The guilt compounded the depletion. 142 00:12:28,799 --> 00:12:33,200 She started working harder to compensate, which accelerated 143 00:12:33,200 --> 00:12:34,159 the dream. 144 00:12:34,639 --> 00:12:38,639 By the time she told me she was considering leaving the role, 145 00:12:39,039 --> 00:12:43,120 she had stopped being able to sleep through the night. 146 00:12:43,679 --> 00:12:48,559 This is what empathic distress looks like when it runs 147 00:12:48,559 --> 00:12:49,679 unchecked. 148 00:12:50,000 --> 00:12:55,600 It does not announce itself, it quietly hollows out the people 149 00:12:55,840 --> 00:12:57,360 who care the most. 150 00:12:58,480 --> 00:13:01,279 And the team feels it. 151 00:13:02,159 --> 00:13:05,919 A manager's nervous system state is contagious. 152 00:13:06,159 --> 00:13:09,840 The research on emotional contagion is clear. 153 00:13:10,159 --> 00:13:15,279 A BMC public health panel study showed that a manager's stress 154 00:13:15,519 --> 00:13:21,360 measurably lowers staff well-being months later, not 155 00:13:21,360 --> 00:13:23,200 days, months. 156 00:13:23,919 --> 00:13:28,639 So when a caring leader becomes depleted, the team picks that 157 00:13:28,639 --> 00:13:28,960 up. 158 00:13:29,519 --> 00:13:35,279 The person who was the safe harbor starts to feel different, 159 00:13:35,840 --> 00:13:38,799 harder to read, more distant. 160 00:13:39,360 --> 00:13:44,159 And teams that lose their safe harbor do not always know what 161 00:13:44,159 --> 00:13:44,960 happened. 162 00:13:45,279 --> 00:13:49,279 They just know something shifted. 163 00:13:50,879 --> 00:13:55,039 Psychological safety drops, conversation becomes more 164 00:13:55,039 --> 00:13:58,720 careful, people stop bringing the real stuff. 165 00:13:59,039 --> 00:14:03,440 The leader was trying to protect the team by absorbing their 166 00:14:03,440 --> 00:14:04,080 stress. 167 00:14:04,480 --> 00:14:08,799 Instead, the team lost their leader. 168 00:14:09,679 --> 00:14:14,720 In 2026, this pattern is accelerating because of AI 169 00:14:14,720 --> 00:14:15,600 adaptation. 170 00:14:15,919 --> 00:14:19,440 Teams are navigating existential uncertainty. 171 00:14:19,759 --> 00:14:21,200 Is my role changing? 172 00:14:21,360 --> 00:14:22,879 Am I being replaced? 173 00:14:23,120 --> 00:14:25,120 Who is making these decisions? 174 00:14:25,360 --> 00:14:28,000 And does my experience matter to them? 175 00:14:28,399 --> 00:14:30,639 Those are not small questions. 176 00:14:30,879 --> 00:14:36,080 They activate the brain status and certainty circuits, which 177 00:14:36,320 --> 00:14:38,720 fire like a threat alarm. 178 00:14:39,279 --> 00:14:42,080 And that alarm is chronic right now. 179 00:14:42,399 --> 00:14:48,240 It does not resolve between Monday and Friday, it hums all 180 00:14:48,559 --> 00:14:49,200 week. 181 00:14:49,919 --> 00:14:55,360 The caring leader absorbed that alarm, multiplied by every team 182 00:14:55,360 --> 00:14:56,559 member every. 183 00:14:57,759 --> 00:15:01,279 Without nervous system regulation, that load has 184 00:15:01,600 --> 00:15:02,879 nowhere to go. 185 00:15:03,120 --> 00:15:08,559 With it, the leader can stay present, stay caring, and stay 186 00:15:08,559 --> 00:15:09,200 whole. 187 00:15:09,440 --> 00:15:13,120 That is the difference between empathic distress and 188 00:15:13,120 --> 00:15:14,080 compassion. 189 00:15:14,320 --> 00:15:18,879 And it's the difference between a leader who burns out and one 190 00:15:19,200 --> 00:15:20,480 who does not. 191 00:15:21,600 --> 00:15:23,440 So what is the solution? 192 00:15:23,679 --> 00:15:27,679 How we go from empathic distress to compassion. 193 00:15:28,399 --> 00:15:32,399 Here is the most important thing, clinically and singer 194 00:15:32,559 --> 00:15:33,039 found. 195 00:15:33,679 --> 00:15:38,000 Compassion is a trainable brain circuit. 196 00:15:38,240 --> 00:15:42,960 It's not a personality trait you either have or you don't. 197 00:15:43,279 --> 00:15:47,519 It's a neural pathway, a neural pathway stratened with 198 00:15:47,519 --> 00:15:49,279 deliberate practice. 199 00:15:49,600 --> 00:15:52,799 Neuroplasticity as at its best. 200 00:15:53,519 --> 00:15:59,919 Which means the more the move from empathetic distress to 201 00:15:59,919 --> 00:16:03,840 compassion, the more it happens. 202 00:16:04,320 --> 00:16:09,759 Which means that the move from empathic distress to compassion 203 00:16:09,759 --> 00:16:11,919 is not about caring less. 204 00:16:12,240 --> 00:16:16,720 It's about learning to care differently with the 205 00:16:16,720 --> 00:16:17,919 self-intent. 206 00:16:18,399 --> 00:16:22,639 When I work with leaders on this through the CARES framework, the 207 00:16:22,639 --> 00:16:26,799 shift does not happen overnight, but it's real and it's 208 00:16:26,799 --> 00:16:27,679 measurable. 209 00:16:27,919 --> 00:16:31,360 The leader stops dreading the hard conversations. 210 00:16:31,600 --> 00:16:36,399 They stop waking up at 2 in the morning processing someone 211 00:16:36,399 --> 00:16:37,919 else's feelings. 212 00:16:38,159 --> 00:16:42,720 They show up more fully because they are no longer running on 213 00:16:42,720 --> 00:16:43,519 films. 214 00:16:43,919 --> 00:16:47,039 And their teams feel it. 215 00:16:48,480 --> 00:16:50,720 So let me make this concrete. 216 00:16:51,039 --> 00:16:56,720 Empathic distress says when you are in pain and feel that pain 217 00:16:56,720 --> 00:16:57,360 with you. 218 00:16:57,679 --> 00:17:01,120 I carry it out of this room. 219 00:17:01,440 --> 00:17:06,720 Compassion says, when you are in pain, I'm fully present with 220 00:17:06,720 --> 00:17:07,039 you. 221 00:17:07,279 --> 00:17:09,359 I'm not going anywhere. 222 00:17:09,680 --> 00:17:13,279 And I'm also not dissolving into it. 223 00:17:13,839 --> 00:17:17,920 The first stance eventually makes you unavailable. 224 00:17:18,319 --> 00:17:22,559 The second keeps you available indefinitely. 225 00:17:23,119 --> 00:17:27,119 The practical difference shows up in moments like this. 226 00:17:27,759 --> 00:17:33,680 An empathic distress response to a team member in crisis, absorb 227 00:17:33,680 --> 00:17:39,279 the weight, feel the urgency as your own, spend the rest of the 228 00:17:39,279 --> 00:17:43,119 day carrying what they brought you. 229 00:17:44,160 --> 00:17:49,599 A compassion response to the same moment, full presence, deep 230 00:17:49,599 --> 00:17:55,359 active listening, genuine care, and then a conscious return to 231 00:17:55,359 --> 00:17:59,599 your own regulated state after the conversation ends. 232 00:18:00,079 --> 00:18:03,920 The second one requires nervous system regulation. 233 00:18:04,559 --> 00:18:09,759 You have to be able to discharge what you receive, otherwise, it 234 00:18:09,759 --> 00:18:10,880 accumulates. 235 00:18:12,160 --> 00:18:16,319 This is where nervous system regulation is not a wellness 236 00:18:16,319 --> 00:18:20,160 concept, it's a leadership competence. 237 00:18:22,160 --> 00:18:26,559 Regulation means your nervous system can move between 238 00:18:26,559 --> 00:18:32,799 activation and recovery and doesn't get stuck on activation. 239 00:18:33,119 --> 00:18:37,599 It does not stay stuck in the activated state after a hard 240 00:18:37,599 --> 00:18:38,480 conversation. 241 00:18:38,720 --> 00:18:43,279 It discharges and returns to the base function. 242 00:18:43,599 --> 00:18:49,039 For most leaders, no one has ever taught them how to do this. 243 00:18:50,000 --> 00:18:52,880 They learned to push through. 244 00:18:53,440 --> 00:18:57,680 They learned resilience as a performance skill. 245 00:18:58,640 --> 00:19:02,160 They learned that good leaders can handle anything. 246 00:19:02,400 --> 00:19:07,119 Nobody taught them that the body keeps core, that every part 247 00:19:07,519 --> 00:19:13,200 conversation, every team member in crisis, every anxious direct 248 00:19:13,200 --> 00:19:15,599 report activates the nervous system. 249 00:19:15,920 --> 00:19:19,680 And that activation needs somewhere to go. 250 00:19:20,400 --> 00:19:23,759 When it has nowhere to go, it accumulates. 251 00:19:24,079 --> 00:19:29,839 And accumulated activation is the physiology underneath 252 00:19:30,000 --> 00:19:31,039 burnout. 253 00:19:31,599 --> 00:19:37,119 Caring leaders burn out faster, not because they're weaker, but 254 00:19:37,119 --> 00:19:41,680 because they absorb more without a discharge practice. 255 00:19:42,000 --> 00:19:46,880 Nervous system regulation is the discharge practice. 256 00:19:47,119 --> 00:19:50,640 It's what makes compassion sustainable. 257 00:19:51,279 --> 00:19:53,440 So I want to give you three places to start. 258 00:19:53,599 --> 00:19:56,799 Not a program, not a protocol, three things that matter now. 259 00:19:57,039 --> 00:20:01,039 First, name the distinction out loud to yourself. 260 00:20:01,279 --> 00:20:04,960 The next time you leave a hard conversation carrying something 261 00:20:04,960 --> 00:20:11,039 heavy, ask, am I feeling for this person or am I feeling as 262 00:20:11,039 --> 00:20:12,000 this person? 263 00:20:12,480 --> 00:20:17,759 That question alone creates the neural pause that starts to 264 00:20:17,759 --> 00:20:19,599 change the circuit. 265 00:20:20,000 --> 00:20:24,079 Second, create a deliberate transition after hard 266 00:20:24,079 --> 00:20:24,640 conversation. 267 00:20:24,799 --> 00:20:26,880 Not a long one, even two minutes. 268 00:20:27,039 --> 00:20:30,960 A walk to a different room, a breath sequence. 269 00:20:31,359 --> 00:20:35,279 Something that signals to your nervous system that the 270 00:20:35,279 --> 00:20:39,759 conversation has ended and you are returning to your own state. 271 00:20:39,920 --> 00:20:44,000 Without that transition, the activation carries. 272 00:20:44,319 --> 00:20:46,799 Third, added the load. 273 00:20:47,039 --> 00:20:50,960 How many people are bringing the nervous system to you every 274 00:20:50,960 --> 00:20:51,440 week? 275 00:20:51,680 --> 00:20:56,319 How many of those conversations are you processing fully before 276 00:20:56,319 --> 00:20:57,839 the next one starts? 277 00:20:58,079 --> 00:21:02,799 If the answer is not many and not often, the load is 278 00:21:02,799 --> 00:21:03,920 compounding. 279 00:21:04,240 --> 00:21:06,559 You need somewhere for it to go. 280 00:21:06,880 --> 00:21:13,680 A peer, a coach, a practice, not to unload on, but to process 281 00:21:14,000 --> 00:21:14,319 with. 282 00:21:15,279 --> 00:21:17,839 These are not soft suggestions. 283 00:21:18,160 --> 00:21:22,160 They are the difference between a caring leader who lasts and 284 00:21:22,160 --> 00:21:24,799 one who quietly disappears. 285 00:21:25,599 --> 00:21:27,519 I want to close with this. 286 00:21:27,920 --> 00:21:31,680 If you are exhausted from caring, you're not doing it 287 00:21:31,680 --> 00:21:32,160 wrong. 288 00:21:32,319 --> 00:21:36,400 You're doing it with a brain circuit that was never designed 289 00:21:36,400 --> 00:21:40,000 to carry the weight and definitely without recovery. 290 00:21:40,319 --> 00:21:45,759 Compassion is not carrying less, it's caring in a way your 291 00:21:45,759 --> 00:21:50,319 nervous system can sustain and actually caring more. 292 00:21:51,200 --> 00:21:54,880 And that distinction is not a luxury in 2026. 293 00:21:54,960 --> 00:21:58,480 It's the thing that keeps the best leaders in the room long 294 00:21:58,640 --> 00:22:01,279 enough to actually make a difference. 295 00:22:01,519 --> 00:22:06,160 Your team does not need you to absorb their anxiety, they need 296 00:22:06,160 --> 00:22:10,079 you regulated enough to help them process it. 297 00:22:10,319 --> 00:22:13,920 There is a word of difference between these two things. 298 00:22:14,160 --> 00:22:18,720 And the neuroscience backs every word of it. 299 00:22:19,839 --> 00:22:24,079 If what I describe today sounds like what you or someone in your 300 00:22:24,079 --> 00:22:27,759 team is living, I want to talk to you. 301 00:22:28,079 --> 00:22:31,599 Not to sell you something, not to run you through a program, 302 00:22:32,160 --> 00:22:36,640 just to sit with what is actually happening and see what 303 00:22:36,799 --> 00:22:37,759 belongs where. 304 00:22:49,440 --> 00:22:50,880 Not sure where you stand. 305 00:22:51,200 --> 00:22:55,119 Again, only 30 minutes, no pitch, just clarity. 306 00:22:55,440 --> 00:22:56,880 Thank you for being here. 307 00:22:57,119 --> 00:23:01,119 If this episode landed, share it with the leader who needs it. 308 00:23:01,279 --> 00:23:06,799 I will see you on Friday for the Article Life Forbes edition. 309 00:23:06,960 --> 00:23:08,559 Take care of your nervous system. 310 00:23:08,640 --> 00:23:12,799 Your team is co-regulating of it. 311 00:23:13,359 --> 00:23:15,839 Like I always say, show me some love. 312 00:23:16,079 --> 00:23:18,960 Subscribe, comment, rate our podcast. 313 00:23:19,119 --> 00:23:24,000 That can help us reach more people and help more burnout 314 00:23:24,160 --> 00:23:26,799 executive and dysregulated leaders. 315 00:23:27,119 --> 00:23:29,920 Share it with someone that needs to have it. 316 00:23:30,480 --> 00:23:33,119 Till I see you on Friday. 317 00:23:33,440 --> 00:23:34,480 Peace out. 318 00:23:34,559 --> 00:23:39,519 And thank you for supporting us to become one of the top 2% 319 00:23:40,640 --> 00:23:42,160 global podcast. 320 00:23:42,720 --> 00:23:47,119 Listen to we are very close to 10,000 downloads only this year. 321 00:23:47,279 --> 00:23:48,799 I so appreciate you. 322 00:23:49,039 --> 00:23:49,839 Thank you.